Organization of staff assessment in the organization of

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Organizatsiya otsenki personala v organizatsii test, 25 voprosov.


Vam neobkhodimo vybrat´ tol´ko odin pravil´nyy otvet.

1. Personal organizatsii - eto:
a) trudosposobnaya chast´ naseleniya strany;
b) lichnyy sostav organizatsii, ob"yedinennyy po professional´nym ili drugim priznakam, vypolnyayushchiy proizvodstvennyye ili upravlencheskiye funktsii;
v) yuridicheski oformlennaya chast´ rabotnikov organizatsii, vypolnyayushchaya upravlencheskiye operatsii.

2. Mnogovariantnaya prorabotka predlozheniy po formirovaniyu sistemy otsenki personala i vybor naiboleye ratsional´nogo varianta dlya konkretnykh usloviy proizvodstva – eto:
a) printsip operativnosti;
b) printsip prostaty;
v) printsip optimal´nosti;
g) printsip kompleksnosti postroyeniya sistemy upravleniya personalom organizatsii.

3. Metod postroyeniya sistemy upravleniya personalom, pozvolyayushchiy izuchit´ vliyaniye na formirovaniye sistemy upravleniya personalom kazhdogo faktora v otdel´nosti, isklyuchaya deystviye drugikh faktorov – eto:
a) metod sravneniy;
b) dinamicheskiy metod;
v) metod posledovatel´noy podstanovki.

4. Opredelennyy rod trudovoy deyatel´nosti, zanyatiy, trebuyushchikh opredelennoy podgotovki:
1) spetsial´nost´;
2) professiya;
3) kvalifikatsiya.

5. Metody upravleniya, kotoryye osnovyvayutsya na otnosheniyakh yedinonachaliya, distsipliny i otvetstvennosti, osushchestvlyayutsya v forme organizatsionnogo i rasporyaditel´nogo vozdeystviya:
a) administrativnyye;
b) organizatsionnyye;
v) sotsial´no-psikhologicheskiye metody upravleniya.

6. Sbalansirovat´ prava, obyazannosti i otvetstvennost´ po kazhdoy dolzhnosti; ustranit´ dublirovaniye po otdel´nym funktsiyam upravleniya; uporyadochit´ informatsionnyye potoki v organizatsii; obespechit´ effektivnoye upravleniye personalom organizatsii pozvolyayet:
a) dolzhnostnaya instruktsiya;
b) kollektivnyy dogovor;
v) polozheniye o podrazdelenii;
g) sluzhebnyy kontrakt.


7. Kontseptsiya mnogoprofil´nogo obucheniya oriyentirovana:
1) na segodnyashniy den´ ili blizhaysheye budushcheye i imeyet otnosheniye k sootvetstvuyushchemu rabochemu mestu;
2) na razvitiye chelovecheskikh kachestv, zalozhennykh prirodoy ili priobretennykh im v prakticheskoy deyatel´nosti;
3) na povysheniye vnutriproizvodstvennoy i vneproizvodstvennoy mobil´nosti rabotnika.

8. Sootvetstviye sistemy otsenki personala peredovym zarubezhnym i otechestvennym analogam – eto:
a) printsip perspektivnosti;
b) printsip progressivnosti;
v) printsip nauchnosti;
g) printsip prozrachnosti postroyeniya sistemy upravleniya personalom organizatsii.

9. Vremennyye rabotniki organizatsii – eto rabotniki, prinyatyye na srok:
a) boleye odnogo goda;
b) do shesti mesyatsev;
v) do dvukh mesyatsev.


10. Vid sobesedovaniya po naymu, pri podgotovke kotorogo zaraneye ogovarivayetsya spisok voprosov i v dal´neyshem ot nego ne otklanyayutsya – eto:
a) sobesedovaniye provodimoye po skheme;
b) sobesedovaniye provodimoye ne po skheme;
v) sobesedovaniye slaboformalizovannoye.

11. Protsess prisposobleniya organizma k novym dlya nego usloviyam funktsionirovaniya – eto:
a) vklyucheniye novichka;
b) adaptatsiya;
v) attestatsiya.

12. Adaptatsiya novogo rabotnika k usloviyam truda, rezhimu raboty i otdykha, zavisyashchaya v bol´shey mere ot zdorov´ya cheloveka, yego yestestvennykh reaktsiy – eto:
a) professional´naya adaptatsiya;
b) psikhofiziologicheskaya adaptatsiya;
v) sotsial´no-psikhologicheskaya adaptatsiya.

13. Funktsiya attestatsii personala, sushchnost´ kotoroy sostoit v tom, chto na osnove otsenki reshayutsya voprosy, svyazannyye s povysheniyem ili ponizheniyem po sluzhbe, s prekrashcheniyem sushchestvuyushchego ili zaklyucheniyem novogo kontrakta:
a) informatsionnaya;
b) administrativnaya;
v) motivatsionnaya.

14. Nabor naiboleye vazhnykh polozheniy, primenyayemykh chlenami organizatsii i poluchayushchikh vyrazheniye v zayavlyayemykh organizatsiy tsennostyakh i normakh, dayushchikh